The Woman Behind The 'Most Important Document Ever To Come Out Of The Valley' Has Left Netflixhttp://www.businessinsider.com/patty-mccord-netflix-culture-deck-2013-2/comments
en-usWed, 31 Dec 1969 19:00:00 -0500Fri, 18 Aug 2017 01:25:32 -0400Owen Thomashttp://www.businessinsider.com/c/511f069a69bedd153e000038Janice Rogers-BolingFri, 15 Feb 2013 23:10:02 -0500http://www.businessinsider.com/c/511f069a69bedd153e000038
Exactly right. Sandberg's judgment and intelligence should seriously be questioned if she thinks this exercise in public relations has produced _anything_ of value, let alone Sandberg's execrable hyperbole of "the most important document to ever come out of the Valley."http://www.businessinsider.com/c/511c1d87ecad043714000014GeekMBA360Wed, 13 Feb 2013 18:11:03 -0500http://www.businessinsider.com/c/511c1d87ecad043714000014
She was fired. You should interview ex-Netlix employees to get the real scoop on her and the culture she had created. It's extremely cut-throat and short-term focused. It's not sustainable. Sheryl Sandberg's comments make me question her judgement and leadership.http://www.businessinsider.com/c/511c096aecad04aa6f000003Valley GuyWed, 13 Feb 2013 16:45:14 -0500http://www.businessinsider.com/c/511c096aecad04aa6f000003
The document is a "legend." It's also total nonsense.
Like most other companies, there's very little accountability at the top, and the people who actually do the work get fired. There isn't even a formal set of KPIs or any useful evaluation of individual performance at all, just "consensus."
I interviewed there last year after being begged repeatedly to do so. It was the most hilarious experience of my life -- the hubris flowed and I was repeatedly insulted by several of the interviewers. Keep in mind that this was after I was asked, over four months, to consider speaking with them for an unfilled (and still unfilled) position!
At a certain point, I decided to have fun (seeing that I'd wasted a sunny Monday morning interviewing with them), and decided to cite the culture deck.
"Why," I asked, "if the culture deck says that 'adequate performance receives a generous severance package,' has senior management remained unchanged through three quarters of missed expectations and a stock price decline of 75%?"
The runaround I got from the VP interviewing me was *priceless*, and illustrated the fundamental nonsense of the "culture deck." It's an effective marketing tool, but they don't actually believe in it.